Head of Internal Communications
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Hi! My name is Katarina and I have experience in the banking, IT, and game development industries.
I hold a Bachelor's degree in Social and Cultural Activities Management.
Throughout my career, I have successfully developed internal communication systems and revised onboarding processes, resulting in increased attendance at corporate events and the implementation of HR products. Additionally, I have led projects to enhance employee engagement and the HR brand.
With a background in project management and a passion for innovative solutions, I have a talent for building strong relationships with stakeholders and ensuring that communication efforts are aligned with organizational goals.
January 2022 - December 2022
Result: Conducted research on communication channels, updated the digest format with personalization, statistics, and Easter eggs, and started working on our own online corporate media. Revised the Confluence database and created a readable Wiki. We updated the format of the All Hands and Demo and increased attendance from 30% to 60% of the entire company.
In addition, started writing a concept for product and technology communications to ensure that as many employees as possible know about the product, changes, and have answers to user-friends' questions.
Result: Presented and implemented a product framework for employees.
Result: Conducted internal research among employees and external research among potential candidates. Based on the research results, identified focus points, and started preparing an EVP promotion campaign.
Result: Described and identified focus points for implementation.
Result: Established a hotline for inquiries and used it to create a knowledge base with the most popular requests. As a result, the workload of the HR team was reduced by 2.5 times. Additionally, employee stress levels decreased from 9.5 to 7.
We held short activities twice a month, as well as organized 4 major offline events with travel support, and more than 10 online parties.
Result: Developed a system of events that covered more than 90% of employees. Thanks to all the HR team's work for employees, we ranked first in the IT brand survey by Habr and EkoPsi.
Result: Stress levels were reduced from 9.5 to 7. The average response time to employee requests decreased by 12 minutes.
Result: In the new year, 505 employees in 30+ countries received their merchandise. More than 400 social media posts mentioned the company.
Results: The communication channels were streamlined, regular content was established, and new formats were added to the portal, such as blogs, challenges, TikToks, interviews, and podcasts. As a result, readability increased by 23%.
Result: These changes led to a reduction in workload for HRBPs, an increase in employee feedback on the results of the probationary period from 3.9 to 4.3 points, and a 17% decrease in the number of resignations in the first three months.
Result: I developed a system of events that covered more than 90% of employees.
Additionally, we prepared a package of benefits, partner discounts, and offers for employees in various countries worldwide. This was done to accommodate employees working across all CIS and European countries.
This project was particularly challenging because the organization had been around for 25 years. The task was to transform the conservative company into a more modern and attractive place to work for young professionals.
To achieve this goal, we focused on three main directions:
Result: This reduced the workload on the HR department and HRBP, improved the readability of communications, and over 43% of employees started using the messenger.
Result: The employee's profile can now be viewed with just a few clicks, and salary and efficiency analytics are automatically collected three times faster. The employee's journey map has become more transparent and understandable, allowing for the identification of strengths and weaknesses.
Result: The cost of HR products was reduced by 28%.
Result: Added psychotherapy to the benefits package and conducted workshops with various specialists. Organized fitness activities, offline and online events of various formats including internal meetups, team building, corporate events, family days, strategic and business events. Increased attendance by 35%.
Started regular communication with employees by introducing 1-1 meetings, quarterly reviews, all hands meetings, and news on the portal. Within six months of starting this work, engagement increased to 77%.
Result: hypotheses were formulated for testing, a working group was assembled, and a promotion strategy was jointly developed with the marketing and PR teams.
Result: We conducted research, visualized the current path, and developed a strategy to increase the employee retention period from 1.1 years to 2 years in the company.
We renovated the offices, installed new internet, set up remote workstations, and purchased new equipment for employees.
Result: Over 1000 people across Russia can now work remotely, and 100% of employees use the booking system. The office satisfaction rating is 8.3.
September 2017 - May 2020
Result: News coverage increased by 18% in the first six months. Top managers' recognition level improved. Intranet attendance increased by 7%, and internal event attendance increased by 10%.
Result: At least three video interviews on important topics are released each month, and views and engagement with articles have increased by 4.5 times. Over the course of the year, we released 572 videos.
Result: Staff turnover decreased by 12%, the IT leader's image index rose from 3 to 8.7 points on a 10-point scale, and loyalty to the brand as an employer increased from 6 to 8 points according to eNPS.
Result: In one year, the number of applications doubled from 857 to 1589. The percentage of regional participants also increased significantly, with 30% of applications now coming from regions instead of the previous 8%.
Results: As a result of these initiatives, turnover decreased by 8%, employer loyalty increased from 7 to 8 points, and engagement increased from 79% to 86%.
March 2017 - September 2017
Result: Increased CSI from 8.9 to 9.3 points.
Result: Each issue averaged 5000 views, and story views increased the portal's traffic from 700 to 1500 people per day. The share of regional visitors also increased from 7% to 25%.
Result: Increased Net Promoter Score (NPS) from 36% to 64%.
November 2015 - March 2017
Result: The number of employee-initiated resignations during the probationary period decreased from 80% to 20%. eNPS among newcomers increased from 6 to 8, and the number of candidates through the referral program increased by 50%.
Result: The knowledge index of the strategy, goals, and mission increased 2.5 times - from 30% to 75%. Staff turnover decreased by 6%.
Result: Developed a workspace with the ability to access all necessary information in one window: ordering certificates, approving vacations, reading news, viewing gamification points, congratulating colleagues on their birthdays, and asking anonymous questions.
As part of the non-monetary motivation strategy, we conducted more than 15 corporate events of various formats per year.
Result: Staff turnover decreased by 23%. Employee Net Promoter Score (eNPS) increased from 8.0 to 8.5, and attendance at all events exceeded 80%. The average rating of the events by employees was 8.9 out of 10.
Bachelor of Social and Cultural Activities Management
2016 Moscow State University of Culture and Arts
